Does not demonstrate appropriate appearance or behavior.
Often does not act respectfully towards others.

Attempts to demonstrate appropriate appearance and behavior.
Occasionally acts respectfully towards others.

Demonstrates appropriate appearance and behavior.
Acts respectfully towards others.

Demonstrates appropriate appearance and behavior in various settings.
Always acts respectfully towards others

Typically is negative toward tasks, projects, and/or others.

Occasionally has a negative attitude towards tasks, projects, and/or others.

Is constructive with criticism when working with others.
Has a positive attitude towards tasks, projects and others.

Has a positive outlook and creates a positive work environment for all involved while working on projects.

Typically is negative toward tasks, projects, and/or others.

Occasionally has a negative attitude towards tasks, projects, and/or others.

Is constructive with criticism when working with others.
Has a positive attitude towards tasks, projects and others.

Has a positive outlook and creates a positive work environment for all involved while working on projects.

Does not attempt to adapt to varied roles, responsibilities, schedules, or contexts.

Attempts to adapt to varied roles, responsibilities, schedules, and contexts.

Adapts to varied roles, responsibilities, schedules, and contexts.

Readily adapts to varied roles, responsibilities, schedules, and contexts in a variety of conditions.

Does not work well in a climate of ambiguity and changing priorities.

Attempts to work effectively in a climate of ambiguity and changing priorities.

Works effectively in a climate of ambiguity and changing priorities.

Works effectively in a climate of ambiguity and changing priorities in a variety of conditions.

Never completes work on time and does not use time management skills.

Occasionally completes work on time.

Completes work on time by taking advantage of the time provided and by using time management skills.

Completes tasks ahead of schedule by creating a plan and scheduling time to complete the work.

Always off task and does not complete the project.
Thus, only a portion of the project is completed.

Occasionally off task in regards to accomplishing the overall project.

Stays focused throughout the project and develops a timeline of the work to be completed.

Consistently stays focused, prioritizes tasks, recognizes time constraints of projects; estimates time to completion; and avoids distractions while meeting deadlines.

Does not take responsibility for completed or uncompleted work.

Takes limited responsibility for not completing work.

Takes responsibility for work completed and not completed.

Consistently and accurately completes tasks and takes responsibility for work.

Fails to inspire others and allows selfish needs to rule all decisions made.

Sometimes inspires others to perform at their best abilities but sometimes allows selfish needs to take precedent.

Provides inspiration by demonstrating to others to perform at their best abilities no matter the obstacles before them.

Sets aside personal needs and inspires others to perform to their best abilities no matter the obstacles or considering their own success.

When in position of leadership, shows no signs of integrity or ethical behavior.

At times does not apply ethics or integrity to their decisions or actions in positions of leadership.

Often applies integrity and ethical behavior in leadership positions, thereby influencing others to do likewise.

When in a position of leadership, consistently behaves ethically and with integrity to motivate others to work to their full potential.

Does not request help when needed (e.g., doesn’t ask questions of others or supervisors).

Sometimes requests help when needed (e.g., asks questions before consulting manuals on policies and procedures, sometimes seeks help from others or supervisors).

Usually requests help at times when needed (e.g., asking questions after consulting manuals on policies and procedures, knowing when to seek help from others or supervisors).

Consistently requests help at appropriate times and when needed (e.g., asking questions after consulting manuals on policies and procedures, knowing when to seek help from others or supervisors).

Can’t identify “big picture” issues and goals and cannot define vision and mission statements.

Identifies few “big picture” issues and goals and can marginally define vision and mission statements. (e.g., the organization’s policies and procedures, as well as its role within the community).

Identifies most “big picture” issues and goals and can generally define vision and mission statements. (e.g., the organization’s structure, policies, and procedures, as well as its role within the industry and community).

Easily identifies “big picture” issues and goals and can define vision and mission statements (e.g., the organization’s structure, culture, policies, and procedures, as well as its role and status within the industry, economy, and community).